The term refers to employees reaching a breaking point in what they see as a toxic environment and choosing to resign immediately, without notice, exit interviews, or a transition period. In many cases, the decision comes after long-term dissatisfaction rather than a single bad day.
It follows other recent workplace trends like “quiet quitting,” where employees do the bare minimum to get by, and “loud quitting,” where departures are public and often come with criticism of management or company culture.
What stands out is that this behavior is not limited to early-career workers. Many experienced employees, including those who spent more than two years at a company, said they reached a point where staying no longer felt worth it.
Researchers believe the pattern is closely tied to employees drawing firm boundaries around unhealthy work environments, particularly where leadership, long hours, or heavy workloads are left unaddressed.
In a survey of 3,600 workers, respondents pointed to toxic workplace culture (32 percent), poor management (31 percent), and feeling undervalued (23 percent) as the main drivers behind quitting without notice. Only four percent said pay alone was the deciding factor.
While many see revenge quitting as a form of self-advocacy, the ripple effects can be serious. Nearly 60 percent of US workers said they had been left covering extra work after a colleague quit suddenly.
Even so, support for revenge quitting remains strong. Close to 90 percent of workers said they would back a colleague’s decision to leave immediately if it was a response to an unhealthy or disrespectful workplace.
So what can companies do to prevent this?
The report suggests that the strongest defense is building a workplace where employees feel heard, supported, and respected. This includes leadership that is visible, approachable, and willing to act on feedback rather than dismiss concerns.
Clear career paths also matter. Employees are more likely to stay when they can see opportunities for growth, skill development, and recognition for the value they bring over time.
Fair and competitive pay still plays a role as well, particularly when paired with flexibility, reasonable workloads, and a sense that effort is acknowledged.
What should you do if you feel like ‘revenge quitting’?
Emily Button-Lynham, founder of coaching consultancy EBC, told Harper’s Bazaar that the most important thing is resisting the urge to act purely on emotion.
She said: “I always advise my clients to spend time assessing if leaving their job is the only option. A helpful exercise can be to ask what success means to you, and to explore the future life you want to be living and how the work you do now can elevate you to that.”
She also recommends identifying what might make staying worthwhile, whether that is flexibility, recognition, higher pay, or a clearer role. From there, she suggests having an honest conversation with your employer about what can realistically change before making a final decision.
